A company needs to operate like a fine-tuned machine when it comes to hiring. Everyone a candidate meets needs to create a good impression while also effectively selling the company. On weak link in the chain can cause a potential great hire to walk out the door. The amazing thing is few if any companies in Thailand schedule meetings with staff members in order to develop a “game plan”. In using sports as a reference, no successful team ever arrives at the stadium just before the game starts without warming up and talking to the coach. Before the game starts, every good team needs to talk about strengths and weaknesses of the other team and what each team member’s role is in achieving victory. Days before the game, the coach will usually sit down with each individuals player and discuss their own strengths and weaknesses so that they can continue to improve while giving the team the best possible chance to succeed.
When your company has an opening, it’s important to schedule a meeting with each individual associate to make sure they are giving the company the best chance to hire a successful professional. For some people, it may mean “coaching” their behavior as some individuals may not be the most enthusiastic people. With these associates, it’s important to tell them how people need to be excited about an opportunity in order for them to resign from another position. Also, money is not always the reason people choose to accept a new position. In fact, it’s the perceived quality of life and corporate culture that often contributes to someone accepting a job within your organization. If someone comes to your company office and they think everyone seems relatively happy and their is a good “vibe”, they will consider that a great place to work. In comparison, if they walk into your office and everyone seems stressed and the people they sit down with for the interview have no personality, there is little chance that person will come work for your company.
On the day of the interview, everyone involved in the hiring decision should sit down for a meeting to discuss the candidate. At the meeting, there needs to be a conversation about what the candidate’s perceived strengths and weaknesses are and those points need to be addressed during the interviews. During the post-interview meetings, there needs to reassurances provided that the perceived weaknesses will or will not be a problem should that person be hired. If the company does choose to hire that person, there needs to be a plan in place to “coach” the new hire through their weakness or a strategy where other people provide needed support in those areas.
Finally, everyone needs to know why this person is considering making a change so that each person involved in the interview process can sell how your company can provide those answers or solutions. As an example, if the candidate has complained about all the travel they are doing in their current job, then selling how your company requires less travel. In another case, if the candidate is concerned about the financial future of his company, then have the CFO explain to the candidate how your company is in a better financial position. As indicated in the previous examples, its important to have a very thorough understanding of what the candidate likes and dislikes about their current job. You should also know what it is about your company that both worries them and excites them. If the person tells you the only reason they are thinking about making a change is money, then you need to seriously consider whether you want this person in your company. Additionally, if it’s all about the money, then you will likely see this person decline your offer or stay until they get more money elsewhere.
